Flexible Working Requests in 2026: A Complete UK Guide
11 August 2026
Understand the day-one right to request flexible working in the UK in 2026, the process, rejection reasons, and employer duties.
What Is a Flexible Working Request in 2026?
A flexible working request is a formal application to change how, when, or where you work. Since April 2024, all UK employees have had the legal right to request flexible working from their very first day of employment – this remains the case in 2026. The request can cover part-time hours, compressed hours, flexi-time, hybrid or fully remote work, job sharing, or staggered start and finish times. Once submitted, your employer must deal with it in a reasonable manner and respond within two months. The statutory framework is supported by the Acas Code of Practice, which sets out the expectations for both parties.
The 8 Business Reasons an Employer Can Reject
Under UK law, an employer can only turn down a flexible working request if there is a genuine business reason. These eight grounds are the only valid reasons: extra costs to the business, an inability to meet customer demand, quality or performance issues, insufficient work during the hours accepted, planned structural changes, or a detrimental impact on the team's ability to work effectively. Employers may also reject if the change would mean recruiting extra staff or if the request conflicts with their ability to reorganise work among existing employees. Any rejection must clearly cite one or more of these reasons in writing.
How to Submit a Flexible Working Request
To make a flexible working request in 2026, you must put it in writing, and this can be a formal letter, a detailed email, or even the Acas template form. Your request should state that it is a statutory flexible working application, the exact change you want, the proposed start date, and how you think it might impact the business. You also need to explain how any effects might be managed. You can only make two statutory requests within any 12-month period, so it pays to think carefully about your proposal. Check your employment contract – it may also mention an internal process to follow.
Employer Duties and the Decision Process
Once an application is received, the employer has two months to make a decision, including any appeal process. They must consult with you first – typically in a meeting where both sides can discuss the proposal and suggest alternatives. Any rejection must be based on the statutory business reasons and must clearly explain how the decision was reached. The Acas Code of Practice is crucial here; an unreasonable failure to follow it can increase any employment tribunal award by up to 25%. You also have the right to appeal, and your employer must hold an appeal meeting before confirming the final outcome.
Top Tips for Employees and Employers
For employees, think about what the business needs and frame your request as a win-win. Suggest a trial period to ease concerns, and be open to alternative arrangements. Keep copies of all correspondence and diarise the two-month deadline. For employers, always stick to the Acas code: deal with requests promptly, meet with the employee, consider all options seriously, and avoid any discrimination. A flexible working request is not a formal grievance, but it should be handled with care and consistency. Regular reviews and clear communication can turn a successful request into a long-term productivity boost.
FAQ
Yes. Since 6 April 2024, employees have the day-one right to request flexible working in the UK. This remains in force in 2026. You do not need a minimum length of service, but you must be classed as an employee rather than a worker. You can submit two statutory requests in any 12-month period.